• sets out the government’s intention to enforce a wider range of basic employment rights on behalf of vulnerable workers • seeks evidence on the extent of the problem faced by low paid workers in accessing sick pay and holiday pay to help target enforcement efforts • sets out the government’s plans to simplify the enforcement process for employment tribunal awards • outlines the government’s intention to introduce a naming scheme for unpaid employment tribunal awards • takes forward the review’s recommendations that employment tribunal judges should be obliged to consider stronger punishments for employers who ignore previous tribunal judgments • seeks views on how best to implement these measures
CIPP comments:
The CIPP policy and research team will be publishing a survey and running a roundtable to gather your views, experiences and responses to the proposals put forward in this paper and to the questions being asked. Further details will be forthcoming through News and in the Policy hub but in advance of that expressions of interest are welcomed to policy@cipp.org.uk. Please write employment rights in the subject line of your email.
Thank you
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BEIS consult on measures to increase transparency in the UK labour market 9 February 2018
The Department for Business, Energy & Industrial Strategy (BEIS) have published a consultation that takes forward recommendations made in Good work: the Taylor review of modern working practices published in July 2017.
The consultation on measures to increase transparency in the UK labour market will run until the 23 May 2018.
Review recommended: A payslip for all workers
‘The government should build on and improve clarity, certainty and understanding of all working people by extending the right to a written statement to ‘dependent contractors’ as well as employees.’
This has been accepted by government and how best to implement this change will be explored through this consultation. This consultation is an opportunity for the government to test its proposals on how to take this recommendation forward and gather evidence to inform its decisions.
Review recommended: Continuous service extension and clarity
‘The government should extend, from one week to one month, the consideration of the relevant break in service for the calculation of the qualifying period for continuous service and clarify the situations where cessations of work could be justified.’ Government recognise the rationale behind this recommendation in a labour market where more people work atypically, and agree that the break in service period for continuous service should be extended beyond one week. Further evidence and a range of views from stakeholders is sought through this consultation before deciding on the extent to which we extend the break in service period.
Review recommended: Holiday Pay
‘The government should do more to promote awareness of holiday pay entitlements, increasing the pay reference period to 52 weeks to take account of seasonal variations and give dependent contractors the opportunity to receive rolled-up holiday pay.’
There are three elements to this recommendation, each looked at individually:
The Chartered Institute of Payroll Professionals
Payroll: need to know
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